Step 6 – Mentoring

Your new graduates will need mentoring both when they join you to help them integrate quickly and also as they come to the end of their graduate programme to help them drive their own career forward; seamlessly then 'transitioning' your graduates into the talent pipeline within your business.  This is your succession planning.

How have you planned this key step?

Stage 1

We provide mentoring to help your graduates integrate all they learned from their training, into their work and in so doing habituate the new skills and behaviours you want them to have.

And what about the mentors themselves? Mentors cannot just be willing volunteers, they need the skills to mentor your new graduates and today’s generation of graduates will demand more and different things to that which your mentors did when they joined the business!

So, our mentoring is not just focused on the graduates but also motivating & ‘skilling’ the mentors to ensure your graduates achieve their potential faster than ever.

Stage 2

Don't leave it until the end of your graduate programme to think about their future learning and development needs.  Your graduates of today will be your managers for tomorrow.

Our 'Performance Coaching Programme' aims to unlock your Graduates' long-term potential to maximise their own performance so they are able to deliver consistent results, take responsibility for themselves and ultimately, be able to lead and inspire others.

Working to a clear, concise development plan, your graduate will be supported by a member of the Bright Futures Learning and Development Team.  Constructive feedback and regular review sessions ensure the development of the key competencies for leadership and success so they can deliver outstanding performance better, faster and longer for your organisation.